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TRANSCRIPT
Join us in celebrating a decade of advancing workplace mental health
Key research fndings about the trend towards psychological health and safety
Over the past 10 years the Great-West Life Centre for Mental Health in the Workplace has had the privilege of working with likeminded organizations individual leaders
and pioneers to improve workplace mental health for all Canadians
To see more about the Centrersquos anniversary and more of what wersquove learned through new research and a national survey visit our website at
wwwworkplacestrategiesformentalhealthcom
Wersquove come a long way
The Evolution of Workplace Mental Health in Canada Research Report
The focus of the Evolution of Workplace Mental Health in Canada Research Report (2007-2017) was to examine the evolution of Canadian workplace mental health policies and strategies over the past ten years
Developments were examined across several key thematic domains including Legal and Standards Business and Sector-Specifc Evolution Signifcant developments were observed across each thematic area
This project was commissioned by the Great-West Life Centre for Mental Health in the Workplace to support research through the University of Fredericton led by Dr Joti Samra RPsych
774 Indicate attitudes toward workplace mental health issues across four worker groups (executivesleaders human resources staff managerssupervisors and general employees) have improved since 2007
263 of unionized and
232 of non-unionized
Respondents say their organization was actively involved in implementing the Standard or involved in ongoing efforts to maintain and improve key elements of the Standard
647 733
Reported use of non-stigmatizing language Say employees with mental health issues
regarding workplace mental health issues are treated better at work since 2007
has improved since 2007
872 81 Report improvements in media coverage of workplace Seek information about mental health issues now mental health issues since 2007 833 see celebrities compared to 2007 (38) 83 say the Internet and media personalities as having an important role in is a source of their information contributing to increased awareness
Note Developments in additional domains are examined in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
The Evolving Legal amp Standards Landscape
bull One of the most signifcant developments over the past decade has been the release of the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) which provides a comprehensive framework that employers can utilize to assess respond to and evaluate workplace psychological health and safety
The Standard was developed by the Canadian Standards Association (CSA) Group and Bureau de normalization du Quebec (BNQ) and is championed by the Mental Health Commission of Canada
bull Legislation has been enacted in several Canadian jurisdictions that provides additional protection for accommodation of mental health issues as well as expanded compensability for mental health issues under workersrsquo compensation systems particularly in relation to bullying harassment and post-traumatic stress disorder
bull Canada has been identifed as a leader within the international community for the Standard and to this end the CSA Group has submitted to the International Organization for Standardization (ISO) a proposal for the development of an international ISO standard on psychological health and safety
The Evolving Business Landscape
bull There have been signifcant attitudinal shifts in the business community ndash particularly among leaders ndash with respect to workplace mental health including increased awareness understanding value and prioritization of the importance of addressing psychological health and safety issues
bull Signifcant behavioural shifts have occurred for organizations and individuals within those organizations particularly with respect to the development and utilization of resources and supports for leaders managers and supervisors within organizations
bull Objective value ndash as demonstrated through emerging awards that recognize employers with good practices ndash is now placed on the importance of considering the psychological health and safety of the work environment as being a core business consideration which is essential to employee recruitment engagement and retention
Evolution by Sector
bull The framework for psychological health and safety issues in the workplace has been recognized to be universal impacting all sectors and industries
bull There has been increased awareness that worker mental health is infuenced by specifc job factor conditions resulting in select work sectors where psychological safety issues are signifcant having emerged as leaders
bull There is recognition that a one-size-fts-all approach to workplace mental health is ineffective and that tailored approaches may be required for different settings This is refected by the establishment of the frst CSA Group Technical Committee to create a tailored standard for psychological health and safety in the workplace for paramedics Once completed this will be the frst standard to provide sector-specifc guidance with respect to workplace mental health issues
Release of Out of the Shadows at Last Transforming Mental Health Mental Illness and Addiction Services in Canada the frst-ever national study of mental health mental illness and addiction
2006
The Great-West Life Centre for Mental Health in the Workplace is established providing publicly available workplace mental health resources
2007
Milestones in the Evolution of Psychological Health and Safety in the Workplace Note A complete list of 21 Milestones in Canadian Workplace Mental Health is available in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
Launch of the Global Business and Economic Roundtable on Mental Health and Addiction drawing business leadership attention to issues relating to mental health
1998 Accessibility for Ontarians with Disabilities Act 2005 enacted to proactively remove workplace barriers for people with disabilities including mental disabilities
2005 The Mental Health Commission of Canada is established providing an ongoing national focus for mental health issues
2007
Quebec amends its Act Respecting Labour Standards to include a workplace bullying deterrent ndash the frst of its kind in North America
2004
Every employee has the
right to a work environment
free from psychological
harassment and employers
must take reasonable
action to prevent and stop
psychological harassment
Launch of Prevention Promotion and Organizational Practices Contributing to Health in the Workplace (La norme Entreprise en santeacute) by Bureau de normalisation du Queacutebec (BNQ)
2008
Release of Stress at Work Mental Injury and the Law in Canada A Discussion Paper for the Mental Health Commission of Canada the frst in a series of reports authored by Dr Martin Shain
2009
Launch of the National Standard of Canada for Psychological Health and Safety in the Workplace the frst standard on psychological health and safety of its kind in the world
2013
Workers Compensation Amendment Act 2011 enacted in BC establishing a duty by employers to prevent harassment
2014
The Workers Compensation Amendment Act (Presumption Re Post-Traumatic Stress Disorder and Other Amendments) enacted in Manitoba
2016
Enables the Workers
Compensation Board to
presume that if any worker
is exposed to certain
types of traumatic events
diagnosed PTSD is caused
by the workerrsquos employment
unless the contrary is proven
Launch of Guarding Minds Work A Workplace Guide to Psychological Health and Safety a free comprehensive set of tools for assessing and addressing workplace psychological health and safety
2009
Stress at Work Mental Injury and the Law in Canada
A Discussion Paper for the Mental Health Commission of Canada
Respectfully submitted by Martin Shain SJD
with the assistance of Carla Nassar LLB
August 15th 2008 [Revised February 21st 2009]
Final [amended] Report
Submitted to the Mental Health Commission of Canada via the Advisory Committee on Mental Health in the Workforce
and the Advisory Committee on Mental Health and the Law
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
The Evolution of Workplace Mental Health in Canada Research Report
The focus of the Evolution of Workplace Mental Health in Canada Research Report (2007-2017) was to examine the evolution of Canadian workplace mental health policies and strategies over the past ten years
Developments were examined across several key thematic domains including Legal and Standards Business and Sector-Specifc Evolution Signifcant developments were observed across each thematic area
This project was commissioned by the Great-West Life Centre for Mental Health in the Workplace to support research through the University of Fredericton led by Dr Joti Samra RPsych
774 Indicate attitudes toward workplace mental health issues across four worker groups (executivesleaders human resources staff managerssupervisors and general employees) have improved since 2007
263 of unionized and
232 of non-unionized
Respondents say their organization was actively involved in implementing the Standard or involved in ongoing efforts to maintain and improve key elements of the Standard
647 733
Reported use of non-stigmatizing language Say employees with mental health issues
regarding workplace mental health issues are treated better at work since 2007
has improved since 2007
872 81 Report improvements in media coverage of workplace Seek information about mental health issues now mental health issues since 2007 833 see celebrities compared to 2007 (38) 83 say the Internet and media personalities as having an important role in is a source of their information contributing to increased awareness
Note Developments in additional domains are examined in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
The Evolving Legal amp Standards Landscape
bull One of the most signifcant developments over the past decade has been the release of the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) which provides a comprehensive framework that employers can utilize to assess respond to and evaluate workplace psychological health and safety
The Standard was developed by the Canadian Standards Association (CSA) Group and Bureau de normalization du Quebec (BNQ) and is championed by the Mental Health Commission of Canada
bull Legislation has been enacted in several Canadian jurisdictions that provides additional protection for accommodation of mental health issues as well as expanded compensability for mental health issues under workersrsquo compensation systems particularly in relation to bullying harassment and post-traumatic stress disorder
bull Canada has been identifed as a leader within the international community for the Standard and to this end the CSA Group has submitted to the International Organization for Standardization (ISO) a proposal for the development of an international ISO standard on psychological health and safety
The Evolving Business Landscape
bull There have been signifcant attitudinal shifts in the business community ndash particularly among leaders ndash with respect to workplace mental health including increased awareness understanding value and prioritization of the importance of addressing psychological health and safety issues
bull Signifcant behavioural shifts have occurred for organizations and individuals within those organizations particularly with respect to the development and utilization of resources and supports for leaders managers and supervisors within organizations
bull Objective value ndash as demonstrated through emerging awards that recognize employers with good practices ndash is now placed on the importance of considering the psychological health and safety of the work environment as being a core business consideration which is essential to employee recruitment engagement and retention
Evolution by Sector
bull The framework for psychological health and safety issues in the workplace has been recognized to be universal impacting all sectors and industries
bull There has been increased awareness that worker mental health is infuenced by specifc job factor conditions resulting in select work sectors where psychological safety issues are signifcant having emerged as leaders
bull There is recognition that a one-size-fts-all approach to workplace mental health is ineffective and that tailored approaches may be required for different settings This is refected by the establishment of the frst CSA Group Technical Committee to create a tailored standard for psychological health and safety in the workplace for paramedics Once completed this will be the frst standard to provide sector-specifc guidance with respect to workplace mental health issues
Release of Out of the Shadows at Last Transforming Mental Health Mental Illness and Addiction Services in Canada the frst-ever national study of mental health mental illness and addiction
2006
The Great-West Life Centre for Mental Health in the Workplace is established providing publicly available workplace mental health resources
2007
Milestones in the Evolution of Psychological Health and Safety in the Workplace Note A complete list of 21 Milestones in Canadian Workplace Mental Health is available in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
Launch of the Global Business and Economic Roundtable on Mental Health and Addiction drawing business leadership attention to issues relating to mental health
1998 Accessibility for Ontarians with Disabilities Act 2005 enacted to proactively remove workplace barriers for people with disabilities including mental disabilities
2005 The Mental Health Commission of Canada is established providing an ongoing national focus for mental health issues
2007
Quebec amends its Act Respecting Labour Standards to include a workplace bullying deterrent ndash the frst of its kind in North America
2004
Every employee has the
right to a work environment
free from psychological
harassment and employers
must take reasonable
action to prevent and stop
psychological harassment
Launch of Prevention Promotion and Organizational Practices Contributing to Health in the Workplace (La norme Entreprise en santeacute) by Bureau de normalisation du Queacutebec (BNQ)
2008
Release of Stress at Work Mental Injury and the Law in Canada A Discussion Paper for the Mental Health Commission of Canada the frst in a series of reports authored by Dr Martin Shain
2009
Launch of the National Standard of Canada for Psychological Health and Safety in the Workplace the frst standard on psychological health and safety of its kind in the world
2013
Workers Compensation Amendment Act 2011 enacted in BC establishing a duty by employers to prevent harassment
2014
The Workers Compensation Amendment Act (Presumption Re Post-Traumatic Stress Disorder and Other Amendments) enacted in Manitoba
2016
Enables the Workers
Compensation Board to
presume that if any worker
is exposed to certain
types of traumatic events
diagnosed PTSD is caused
by the workerrsquos employment
unless the contrary is proven
Launch of Guarding Minds Work A Workplace Guide to Psychological Health and Safety a free comprehensive set of tools for assessing and addressing workplace psychological health and safety
2009
Stress at Work Mental Injury and the Law in Canada
A Discussion Paper for the Mental Health Commission of Canada
Respectfully submitted by Martin Shain SJD
with the assistance of Carla Nassar LLB
August 15th 2008 [Revised February 21st 2009]
Final [amended] Report
Submitted to the Mental Health Commission of Canada via the Advisory Committee on Mental Health in the Workforce
and the Advisory Committee on Mental Health and the Law
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
Note Developments in additional domains are examined in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
The Evolving Legal amp Standards Landscape
bull One of the most signifcant developments over the past decade has been the release of the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) which provides a comprehensive framework that employers can utilize to assess respond to and evaluate workplace psychological health and safety
The Standard was developed by the Canadian Standards Association (CSA) Group and Bureau de normalization du Quebec (BNQ) and is championed by the Mental Health Commission of Canada
bull Legislation has been enacted in several Canadian jurisdictions that provides additional protection for accommodation of mental health issues as well as expanded compensability for mental health issues under workersrsquo compensation systems particularly in relation to bullying harassment and post-traumatic stress disorder
bull Canada has been identifed as a leader within the international community for the Standard and to this end the CSA Group has submitted to the International Organization for Standardization (ISO) a proposal for the development of an international ISO standard on psychological health and safety
The Evolving Business Landscape
bull There have been signifcant attitudinal shifts in the business community ndash particularly among leaders ndash with respect to workplace mental health including increased awareness understanding value and prioritization of the importance of addressing psychological health and safety issues
bull Signifcant behavioural shifts have occurred for organizations and individuals within those organizations particularly with respect to the development and utilization of resources and supports for leaders managers and supervisors within organizations
bull Objective value ndash as demonstrated through emerging awards that recognize employers with good practices ndash is now placed on the importance of considering the psychological health and safety of the work environment as being a core business consideration which is essential to employee recruitment engagement and retention
Evolution by Sector
bull The framework for psychological health and safety issues in the workplace has been recognized to be universal impacting all sectors and industries
bull There has been increased awareness that worker mental health is infuenced by specifc job factor conditions resulting in select work sectors where psychological safety issues are signifcant having emerged as leaders
bull There is recognition that a one-size-fts-all approach to workplace mental health is ineffective and that tailored approaches may be required for different settings This is refected by the establishment of the frst CSA Group Technical Committee to create a tailored standard for psychological health and safety in the workplace for paramedics Once completed this will be the frst standard to provide sector-specifc guidance with respect to workplace mental health issues
Release of Out of the Shadows at Last Transforming Mental Health Mental Illness and Addiction Services in Canada the frst-ever national study of mental health mental illness and addiction
2006
The Great-West Life Centre for Mental Health in the Workplace is established providing publicly available workplace mental health resources
2007
Milestones in the Evolution of Psychological Health and Safety in the Workplace Note A complete list of 21 Milestones in Canadian Workplace Mental Health is available in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
Launch of the Global Business and Economic Roundtable on Mental Health and Addiction drawing business leadership attention to issues relating to mental health
1998 Accessibility for Ontarians with Disabilities Act 2005 enacted to proactively remove workplace barriers for people with disabilities including mental disabilities
2005 The Mental Health Commission of Canada is established providing an ongoing national focus for mental health issues
2007
Quebec amends its Act Respecting Labour Standards to include a workplace bullying deterrent ndash the frst of its kind in North America
2004
Every employee has the
right to a work environment
free from psychological
harassment and employers
must take reasonable
action to prevent and stop
psychological harassment
Launch of Prevention Promotion and Organizational Practices Contributing to Health in the Workplace (La norme Entreprise en santeacute) by Bureau de normalisation du Queacutebec (BNQ)
2008
Release of Stress at Work Mental Injury and the Law in Canada A Discussion Paper for the Mental Health Commission of Canada the frst in a series of reports authored by Dr Martin Shain
2009
Launch of the National Standard of Canada for Psychological Health and Safety in the Workplace the frst standard on psychological health and safety of its kind in the world
2013
Workers Compensation Amendment Act 2011 enacted in BC establishing a duty by employers to prevent harassment
2014
The Workers Compensation Amendment Act (Presumption Re Post-Traumatic Stress Disorder and Other Amendments) enacted in Manitoba
2016
Enables the Workers
Compensation Board to
presume that if any worker
is exposed to certain
types of traumatic events
diagnosed PTSD is caused
by the workerrsquos employment
unless the contrary is proven
Launch of Guarding Minds Work A Workplace Guide to Psychological Health and Safety a free comprehensive set of tools for assessing and addressing workplace psychological health and safety
2009
Stress at Work Mental Injury and the Law in Canada
A Discussion Paper for the Mental Health Commission of Canada
Respectfully submitted by Martin Shain SJD
with the assistance of Carla Nassar LLB
August 15th 2008 [Revised February 21st 2009]
Final [amended] Report
Submitted to the Mental Health Commission of Canada via the Advisory Committee on Mental Health in the Workforce
and the Advisory Committee on Mental Health and the Law
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
Release of Out of the Shadows at Last Transforming Mental Health Mental Illness and Addiction Services in Canada the frst-ever national study of mental health mental illness and addiction
2006
The Great-West Life Centre for Mental Health in the Workplace is established providing publicly available workplace mental health resources
2007
Milestones in the Evolution of Psychological Health and Safety in the Workplace Note A complete list of 21 Milestones in Canadian Workplace Mental Health is available in Samra J (2017) The Evolution of Workplace Mental Health in Canada Research Report (2007-2017)
Launch of the Global Business and Economic Roundtable on Mental Health and Addiction drawing business leadership attention to issues relating to mental health
1998 Accessibility for Ontarians with Disabilities Act 2005 enacted to proactively remove workplace barriers for people with disabilities including mental disabilities
2005 The Mental Health Commission of Canada is established providing an ongoing national focus for mental health issues
2007
Quebec amends its Act Respecting Labour Standards to include a workplace bullying deterrent ndash the frst of its kind in North America
2004
Every employee has the
right to a work environment
free from psychological
harassment and employers
must take reasonable
action to prevent and stop
psychological harassment
Launch of Prevention Promotion and Organizational Practices Contributing to Health in the Workplace (La norme Entreprise en santeacute) by Bureau de normalisation du Queacutebec (BNQ)
2008
Release of Stress at Work Mental Injury and the Law in Canada A Discussion Paper for the Mental Health Commission of Canada the frst in a series of reports authored by Dr Martin Shain
2009
Launch of the National Standard of Canada for Psychological Health and Safety in the Workplace the frst standard on psychological health and safety of its kind in the world
2013
Workers Compensation Amendment Act 2011 enacted in BC establishing a duty by employers to prevent harassment
2014
The Workers Compensation Amendment Act (Presumption Re Post-Traumatic Stress Disorder and Other Amendments) enacted in Manitoba
2016
Enables the Workers
Compensation Board to
presume that if any worker
is exposed to certain
types of traumatic events
diagnosed PTSD is caused
by the workerrsquos employment
unless the contrary is proven
Launch of Guarding Minds Work A Workplace Guide to Psychological Health and Safety a free comprehensive set of tools for assessing and addressing workplace psychological health and safety
2009
Stress at Work Mental Injury and the Law in Canada
A Discussion Paper for the Mental Health Commission of Canada
Respectfully submitted by Martin Shain SJD
with the assistance of Carla Nassar LLB
August 15th 2008 [Revised February 21st 2009]
Final [amended] Report
Submitted to the Mental Health Commission of Canada via the Advisory Committee on Mental Health in the Workforce
and the Advisory Committee on Mental Health and the Law
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
Launch of Prevention Promotion and Organizational Practices Contributing to Health in the Workplace (La norme Entreprise en santeacute) by Bureau de normalisation du Queacutebec (BNQ)
2008
Release of Stress at Work Mental Injury and the Law in Canada A Discussion Paper for the Mental Health Commission of Canada the frst in a series of reports authored by Dr Martin Shain
2009
Launch of the National Standard of Canada for Psychological Health and Safety in the Workplace the frst standard on psychological health and safety of its kind in the world
2013
Workers Compensation Amendment Act 2011 enacted in BC establishing a duty by employers to prevent harassment
2014
The Workers Compensation Amendment Act (Presumption Re Post-Traumatic Stress Disorder and Other Amendments) enacted in Manitoba
2016
Enables the Workers
Compensation Board to
presume that if any worker
is exposed to certain
types of traumatic events
diagnosed PTSD is caused
by the workerrsquos employment
unless the contrary is proven
Launch of Guarding Minds Work A Workplace Guide to Psychological Health and Safety a free comprehensive set of tools for assessing and addressing workplace psychological health and safety
2009
Stress at Work Mental Injury and the Law in Canada
A Discussion Paper for the Mental Health Commission of Canada
Respectfully submitted by Martin Shain SJD
with the assistance of Carla Nassar LLB
August 15th 2008 [Revised February 21st 2009]
Final [amended] Report
Submitted to the Mental Health Commission of Canada via the Advisory Committee on Mental Health in the Workforce
and the Advisory Committee on Mental Health and the Law
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
Psychological Health and Safety 2016 Survey
Ipsos Public Affairs was commissioned by the Great-West Life Centre for Mental Health in the Workplace (the Centre) to conduct a national public opinion research survey related to psychological health and safety in the workplace This is the third such survey Ipsos has conducted on behalf of the Centre following earlier waves in 2009 and 2012
Similar to the 2009 and 2012 surveys this iteration asks employees to report on those factors that impact psychological health and safety in Canadian workplaces These snapshots in time help the Centre and like-minded organizations to track the progress of workplace mental health efforts
Infographic courtesy of Ipsos
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
Psychological Health and Safety 2016 Survey
bull Fewer Canadians today than in 2009 describe their workplace as being psychologically unhealthy and unsafe according to the new research (10 versus 20)
bull Many Canadian workplaces are now following the countryrsquos frst national set of best practices with a framework provided by the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard)
bull Employees whose workplaces are implementing the Standard are much more likely to describe their workplace as psychologically healthy and safe are more compassionate in their attitudes towards mental health conditions and are more likely to know their own role in the workplace regarding identifying and supporting those with mental health conditions
bull Employees whose workplaces are implementing the Standard are much less likely than those in workplaces without the Standard to express concerns over psychological support in the workplace (10 versus 37)
bull Eight in ten Canadians (79) say they know about mental health conditions like depression ndash up signifcantly from 2007 (+13 points)
bull Employees were more likely than managers to describe their workplace as concerning this result was most pronounced for ldquoorganizational culture questionsrdquo (38 of employees v 28 of managers)
bull Nine of 10 managers (89 -3 since 2012) agree itrsquos important for them to keep improving their skills in managing distressed workers and 8 in 10 (78 +13 since 2012) say they could do their job more effectively if they found ways to do this more easily
bull Despite the marked progress the survey results suggest the continuing need for improvement and that more workplaces need to implement the Standard and its principles as this may be a contributing factor to progress toward achieving psychologically healthy and safe workplaces
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company
About the Centre
The Great-West Life Centre for Mental Health in the Workplace (the Centre) was established in 2007 and has three main objectives
1 Increase knowledge and awareness of workplace psychological health and safety 2 Improve the ability to respond to mental health issues at work 3 Turn knowledge into action through free practical strategies and tools for all employers
The Centre works to achieve these objectives by
bull Funding and sponsoring research and initiatives aimed at improving the understanding prevention and management of mental health issues particularly as they impact the workplace
bull Promoting and facilitating knowledge exchange through the sharing of research resources and survey results
bull Supporting the development of programs and resources aimed at improving psychological health and safety in the workplace
The Workplace Strategies for Mental Health website wwwworkplacestrategiesformentalhealthcom is the primary vehicle through which the Centre makes these resources available
Workplace_MH
copyThe Great-West Life Assurance Company (2017) all rights reserved Any modification or reproduction of this document without the express written consent of The Great-West Life Assurance Company is strictly prohibited
The Great-West Life Centre for Mental Health in the Workplace and design are trademarks of The Great-West Life Assurance Company